TITLE Assistant Director of Campus Recreation - Fitness and Wellness
CLASSIFICATION NUMBER 1937
IMMEDIATE SUPERVISOR Associate Director of Campus Recreation
MAJOR ADMINISTRATOR Director of Campus Recreation
The Assistant Director of Campus Recreation-Fitness and Wellness is responsible for developing fitness and wellness programs associated with the Foster Recreation Center (FRC) and Campus Recreation with an emphasis on a safe, well-maintained, and adequately staffed environment and a comprehensive fitness and wellness program that enhances the mission of the University. The Assistant Director of Campus Recreation-Fitness and Wellness hires, trains, supervises, and evaluates student staff. The Assistant Director of Campus Recreation-Fitness and Wellness assists with long-range planning and assessment, budget development, procurement for the fitness and wellness programs, risk management, and maintains accurate records.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required; a Master’s degree is preferred. A degree with an emphasis in exercise and movement science, recreation, sport, and park administration, college student personnel, student affairs, or related field is preferred.
Experience: Two years of experience working in fitness and wellness programs or a related field is required; experience in group exercise program administration is preferred. A strong background in risk management especially as it relates to fitness and wellness programs is preferred. Demonstrated knowledge of wellness programs in a variety of formats and personal training are preferred. Experience working in a diverse environment and/or with students from diverse backgrounds is preferred.
Skills: Effective organizational, management, leadership, communication, and interpersonal skills are required. Computer literacy is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. A working knowledge of financial operations is preferred.
Certifications: Instructor certifications in cardiopulmonary resuscitation (CPR) and automated external defibrillator (AED) Instructor are preferred and must be obtained within ninety days of employment. National certification through the American Council on Exercise (ACE), American College of Sports Medicine (ACSM), National Academy of Sport Medicine (NASM), National Strength and Conditioning Association (NSCA), or Aerobics and Fitness Association of American (AFAA) is preferred or must be obtained within ninety days of employment. A valid Missouri Driver’s License is required or must be obtained within thirty days of employment.
Other: The scope of the position requires attendance at evening and/or weekend activities, meetings, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates the recruitment, hiring, evaluation, and scheduling of group exercise instructors, personal trainers, massage therapists, and wellness staff, provides training and conducts evaluations for fitness and wellness staff that incorporate staff development initiatives and student learning outcomes, and facilitates training with an emphasis on risk management and customer service.
2. Coordinates instructions of CPR and AED, first aid, blood-borne pathogen, and other fitness certifications.
3. Provides a safe fitness and wellness environment by implementing a risk management plan.
4. Develops fitness and wellness programs including budgets, program plans, annual evaluations, and maintains accurate statistical records.
5. Coordinates the promotion of fitness and wellness programs and special fitness events, maintains web pages, seeks input from participants, and develops and maintains relationships with outside groups.
6. Reviews and approves all payroll associated with fitness and wellness staff.
7. Assists in the development of annual Campus Recreation goals and budget for the fitness and wellness programs.
8. Develops specifications for the purchase of fitness and wellness program equipment and develops and maintains the inventory, a preventative maintenance plan, and a schedule for repair and replacement.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current though self-directed professional reading, acquiring and maintaining certifications, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by direct supervisor.
11. Contributes to the success of Campus Recreation by performing other duties assigned by the Director and/or Associate Director of Campus Recreation.
The Assistant Director of Campus Recreation-Fitness and Wellness is supervised by the Associate Director of Campus Recreation and directly supervises a graduate assistant, group exercise instructors, massage therapists, personal trainers, and wellness staff.
OFFICE OF HUMAN RESOURCES
REVISED JULY 2015
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.